Mannaz Leadership Survey

Leadership for the future: Empowerment

We live in disruptive and revolutionary times where change is the only constant” is a challange for many organisations and leaders today.

Mannaz asked more than sixty clients how this is imacting their priorities and business leadership – uncovering that a new way of managing and motivating teams is being adopted to maintain competitive advantage.
Read more on page 2.

Responding to the pace of change

”There are two key questions facing modern leadership teams – how to respond effectively and enable breakthrough change in their organisations.”

Paul Blackhurst sets out the environment informing the decision-making and prioritisation of our leadership survey respondents – one of constant change and uncertainty, but also opportunity.
Read more on pages 4-5.

Transforming organisations one person at a time

This article outlines that the best approach to transformation is one of inclusion and open communication:
“Setting a clear, compelling vision is important, and at the same time it must be aligned with a roadmap that broadly addresses how that vision will be achieved.”
Read more on pages 6-7.

The future is now

Organisations have moved beyond bracing the digital opportunity, to facing a digital imperative.

Digital transformation is not just about digitisation. It is about the mindset to change existing business models.
Read more on page 8.

The ideas advantage

Nathan Hobbs responds to the weight of survey responses flagging innovation as a key goal and competency for leadership.

Creating an environment where innovation can succeed often requires major organisations to think – and act – more like lean, entrepreneurial businesses. This involves a risky balancing act.
Read more on page 9.

Creating trust in teams

Stuart Schofield explains how psychological safety is a critical component of the non-hierarchical approach to leadership highlighted in our survey.

Courageous leaders do not do this simply because it is the right thing to do. They do it because they know in the long-term it will drive better performance.
Read more on page 10.

Optimising team performance

Christine Dandy highlights the benefits of creating a coaching culture, encouraging empowerment and supportive conversations at all levels of an organisation: “There is a wide understanding that the command and control style of leadership is fast on its way out. It creates compliance rather than commitment.”
Read more on page 12.

Learning and Development: A new frontier

To create an empowered working environment, human resources is beginning to take a strategic role at leadership level in many organisations – this is also influencing the approach to and prioritisation of learning and development initiatives.
Read more on pages 13-14.